Design The Questionnaire Including Questions About Both Evaluation And Importance For Each Topic

Introduction:

The actual questionnaire should not be too comprehensive. Experience has shown that there should not be more than 30–40 questions.

Groups in the employee survey:

Experience shows that the questions in an employee survey may be grouped in the following main groups:

• Co-operation

– Between employees

– Between departments

– helping others

• Communication and feedback

– Communication between employees

– Feedback from managers

– Feedback from customers

• Work content

– Independence

– Variety

– Challenges to skills

• Daily working conditions

– Targets for and definition of tasks

– Time frameworks

– Measurement of the end result

– Importance of the end result for the firm

– Education and training

• Wages and conditions of employment

– Wages

– Working hour

– Job security

– Pensions

• Information about goals and policies

– Information about the firm’s raison d'être

– Information about the firm’s goals (short- and long-term)

– Information about departmental goals

– Information about results

• Management

– Qualifications

– Commitment

– Openness

– Credibility

– The ability to guide and support.

• The actual questionnaire should not be too comprehensive.
• Experience has shown that there should not be more than 30–40 questions. One technique to use when reducing the number of questions is to run a pilot test with data from a small sample of employees.
• By using the statistical technique ‘factor analysis’ the questions which correlate together can be identified and hence a selection from these questions can be done to be included in the final questionnaire.